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Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female Engineers


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There's a big problem affecting nearly every tech company in the Bay Area. This talk is how to bring together talented people together with opportunities at fantastic tech companies. Sounds pretty straightforward right?

That problem is hiring developers. Or it could be looked at as a surplus of jobs. A quick search on popular job boards shows thousands of open jobs in the Bay Area for developers and engineers of all sorts of backgrounds.

According to some reports, the US is in the middle of a talent shortage when it comes to software engineers and STEM talent. We’re also told there is a “skills gap” in the workforce while others write it all off as validation for companies to get more visa’s for their workers and yet there are qualified candidates with Computer Science degrees right here in America being passed up. Why?

All very complex and political so today we’re going to stick to practical things everyone in this room can do once they leave the conference to ensure there are more female engineers working in tech.

This talk will explore how assumptions, bias and stereotypes are causing the reported talent shortage in tech.

Published in: Technology
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Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female Engineers

  1. 1. Sponsorship isn't enough: Why Tech Companies Are Failing To Attract Female Engineers Lesbians Who Tech 2015 SF Summit by Adria Richards
  2. 2. 3 3 Billion People Worldwide Internet Access
  3. 3. Talent + Traction + Valuation = Awesome Startup!
  4. 4. 1. What Developers Want In the Workplace
  5. 5. 84% said that “knowing I am helping to make a positive difference in the world is more important to me than professional recognition.”
  6. 6. 2. Offer competitive and equal salaries for all genders
  7. 7. 127 professors in biology, chemistry or physics were asked to review student applications for a lab manager position in a double-blind study Professors asked to evaluate things: - Competence - Hireability - Salary Recommendation - Amount of mentoring they would give
  8. 8. The scientists rated the male student more competent, more likely to be hired, deserving of a better salary, and worth spending more time mentoring. Male faculty rated male student 4.01 and female student 3.33 Female faculty rated male student 4.10 and female student 3.32
  9. 9. 77% of HBS graduates overall—73% of men and 85% of women—believe that “prioritizing family over work” is the number one barrier to women’s career advancement
  10. 10. 3. Serenade Geeky Women and Men with your code
  11. 11. Maintain A Company Blog Focused on Technology and Developers
  12. 12. Have Open Source Company Projects
  13. 13. Talent knocking at your door
  14. 14. 4. Overhaul your job descriptions and recruiting methods
  15. 15. Kitchen Sink Job Postings
  16. 16. Source - Examiner:9 year old shares list of 'boyfriend rules' with 6 year old sis. Brilliant! Remember these lists?
  17. 17.
  18. 18. Actively promote from within
  19. 19. Companies risk the loss of men as well as women by not allowing employees to accommodate personal and family values as part of the way they accomplish their work.
  20. 20.
  21. 21. Don’t just sponsor, send developers! Have your developers meet their potential and future co-workers at a low pressure tech events your company is sponsoring. Build rapport, Build trust.
  22. 22. 5. Offer unique yet valuable perks
  23. 23. Curate a culture of mentoring, both up and down
  24. 24. Great health insurance that covers partners, Transgender health services and maternity leave for all genders
  25. 25. Support Lifelong Learning "ongoing, voluntary, and self-motivated” pursuit of knowledge for either personal or professional reasons.
  26. 26. And Finally…
  27. 27. Update your ‘About Us’ pages and stock photography to be more inclusive and not just highlighting the ‘rock star’ founders
  28. 28. Thank you! Adria Richards Twitter:@adriarichards Email: